Delivering Scotland’s circular economy: a consultation on proposals for a Circular Economy Bill

This consultation seeks views on the Scottish Government’s proposals for legislation to develop Scotland’s circular economy.

The proposals in the consultation form part of the wider plans for a step-change in our approach to reducing, reusing and recycling materials as part of our transition to net zero emissions.

The consultation closes on 22 August 2022.

Read more and respond here 

Scottish Biodiversity Strategy 2022

The Scottish Government is seeking views on its ambitious new strategy to halt nature loss by 2030 and reverse it by 2045.

A consultation on Scotland’s Biodiversity Strategy sets out the government’s long-term vision of what our natural environment needs to look like in 2045 in order to reverse biodiversity decline and protect our environment for the future. It contains a series of proposed outcomes setting out what needs to be done, and the conditions that must be in place, in order to achieve success.

The consultation closes on 12 September 2022.

Read more and respond here 

Advetec SWITCHED on to H&S of on-site waste management systems and site monitoring and controls

SWITCH invited Advetec to present a webinar on their on-site waste treatment plant and equipment and to explain the benefits of the system to those attending. Dr Stephen Wise and Ben Martin presented the process through several case studies and answered several questions about the system.

There is always a moment of hesitation when asking commercial businesses to present their processes at the SWITCH Forum as it is important to gain an insight into the technology and gain a clear understanding of the opportunities and challenges the kit presents but it is important not just to get a sales pitch.

Advetec clearly showed they had taken the time to embed and consider health and safety measures throughout their thinking from design, development, construction, commissioning and operations.

The system itself is a waste treatment process for residual waste which uses an aerobic process and a blend of bacteria and bio stimulants to accelerate and manage the process from input to output in the most efficient way. It is a modular design which allows for it to be “the right equipment in the right place.” When challenged on this point it was interesting to hear that the company would rather ensure the right site and management of the equipment than “simply shoehorn a system into an inappropriate space.” The team understood you need space to operate equipment and to allow for safe installation.

In each case study the team highlighted how they had considered risks appropriate to address at each location. These can be summarised as:

  1. Mobile Plant – Constantly Moving Heavy Machinery
  2. HGV Vehicles – Delivery & Removal of Materials
  3. Fixed Plant – Heavy Duty Equipment
  4. Bioaerosol – Airborne Pathogens
  5. Slips, Trips & Falls
  6. Work at Heights
  7. Lone Working
  8. Fire

They also highlighted the need to ensure that there is a safe loading area which separates loading equipment from people, surrounding structures and allows for clear vision of the surrounding environment to ensure no strikes or collisions occur. This is also true of output. Similar checks are put in place to make that either end of the process is safe, simple and easy to operate without building risk into the process.

The equipment can be set up in doors or outdoors and again the team has taken due consideration of the varying factors arising from these two scenarios. In every circumstance the equipment is secured and screened to protect against potential impacts or damage to the plant or surrounding superstructures. One-way systems have been utilised to ensure a logical and safe flow of materials to and from the site. Pedestrian and vehicular segregation and traffic management plans ensure that every risk is understood, mitigated against and removed or managed.

A key element of the equipment which gives it a leading edge is remote management and monitoring. The data and analysis provided allows Advetec experts to monitor performance, highlight anomalies and to make appropriate process and equipment adjustments.

Heat is monitored thus reducing the risk of fire but also ensuring the material is being processed at the optimum efficiency. Any gases are monitored and can highlight process effectiveness but also risk.

The team provides a full onsite training package and competence is assessed to ensure that operators are deemed and safe and responsible and manage the process and understand the process and the risks clearly.

It therefore appears that there are several levels of safety built into the product:

  • Robust design of the plant but also the installation and process line of the plant
  • Remote monitoring to ensure that the equipment runs effectively and efficiently and highlights a need for intervention
  • Commissioning, training and competence of client staff
  • Regular and ongoing relationship building with client, new staff members and maintenance engineers

The Advetec team appear to have thought about his sales approach end to end. Ensuring that the design and build is correct gives the machine the best chance of working on day one but also into the future. A safe and robust design builds resilience and keeps the equipment working at the optimum for the client but also keeps staff and neighbours safe and happy. Design also ensures that the system can’t be tampered with or adjusted without permissions.

Remote monitoring ensures the process works correctly, effectively and efficiently keeping the client happy but also reducing and removing risks when they can arise.

Staff training makes sure that safety is built in from day one and that competency ensure the equipment is run and maintained well.

Ongoing relationship ensures that both the client and Advetec get the most from the sales process through learning, experience and knowledge which they can then apply to the product and future product development.

 

A new LSE report explores the behavioural biases that might impact inclusivity in hybrid working. It is intended to help organisations prepare for the post-COVID “new normal” where some workers will work on site and others from home. For some firms this will mean sequential attendance of employees on-site. For others, it will be decided who works on-site full-time depending on their job. Either way, a move towards hybrid working, where some employees communicate face to face and others online poses challenges for inclusivity.

The report, Hybrid Working: A Dictionary of Behavioural Biases, is published by The Inclusion Initiative, a new LSE research centre using behavioural science insights to advance our understanding of the factors that enhance inclusion at work.

Dr Grace Lordan said: “As director of The Inclusion Initiative I am very interested in hearing from firms who are having these discussions, and in particular to learn of any safeguards to the biases raised in this document that are already being put in place. Overall, I view this dictionary as an excellent step in opening such conversations, and I hope it inspires some readers to monitor the issues that we raise so that hybrid working does not have winners and losers, but rather makes possible the equalisation of opportunities.”

Read it here: https://www.lse.ac.uk/PBS/Research/tii/assets/documents/Hybrid-Working-report.pdf

ESA Launch Zero Plan https: ESA-Net-Zero-Exec-Summary.pdf (circularonline.co.uk)

This strategy sets out ESA’s collective ambition to not only become a net zero GHG emission sector, but to achieve this by 2040 – a full decade ahead of the UK’s legally binding target. Meeting this stretching ambition requires joint action from our sectors, government, supply chain and our customers – working together to protect the environment, deliver investment in new infrastructure and create green jobs

 

This report – the CIWM Presidential Report for 2021/2022 – captures the thoughts of CIWM members and other professionals working in, or supplying, the resources and waste sector about what the next ten years might hold in terms of sector evolution and most importantly what skills we will need to drive a more green and circular recovery.

CIWM-Skills-for-the-Future.pdf (emap.com)

 

 

A waste collection firm in Luton has been instructed to pay almost £2 million in fines and costs after being found guilty of health and safety failings following the death of a binman.

The incident occurred when Peter Coleman was collecting waste at Woodside Leisure Complex on Saturday 11 October 2014.

His vehicle began to roll away and while attempting to regain control and stop the runaway vehicle, Peter was struck and died of his injuries.

Following a police investigation, a coroner’s inquest and an investigation by Watford Borough Council, the decision to prosecute Peter’s employer, F&R Cawley, was based on evidence indicating serious issues with the condition of the vehicle and the practices of the company. 

The prosecutor said the brakes on the lorry’s second axle were faulty and a mechanism that prevented the bin lift being operated when the vehicle was in gear had been disabled.

A Southport skip hire and recycling company, Johnsons Scrap Metal limited, has been charged £10,000 and instructed to pay costs of £4,000, after an employee suffered “serious injuries” to his arm.

A 22-year-old worker had been working at Johnsons Scrap Metal at Crowland Street, loading a 44 tonne “third party” vehicle with waste wood when the incident occurred.

An investigation completed by the HSE found that the company “neglected to assess the risks” and take valuable measures to prevent employees from accessing third party vehicles.

For more information please follow the link below.

The Society of Occupational Medicine is a registered charity whose objective is to increase the wellbeing of the working population across the UK.

This guidance offers employees from Occupational Health Authorities guidance on how to manage getting back to work after COVID-19 infection and Long COVID.

Stuart Fair (Dumfries & Galloway) and Danielle Moore (East Renfrewshire) Councils presentation on how we need to think about the mental health of our workforce within the resource management industry.

“Our current world is very different to the one we knew a year ago. It is an understatement to say we are all operating in different times and whilst we are strongly focused on service delivery and abiding by COVID-19 restrictions and Guidance, we need to take a moment to think about our own and the mental health of our workforce, if we chose to ignore this or not proactively manage and support our people, it could be an accident waiting to happen”. (Danielle Moore, ERC)

Read Danielle’s blog here

Sources of Support / Further Information

A £1 million programme offering small to medium-sized businesses across Scotland up to £5,000 of training each has been launched by the OU in Scotland.

The Flexible Workforce Development Fund programme aims to boost productivity and growth of SMEs in response to Covid-19. It is supported by the Scottish Funding Council and opened to applications on Monday (1 February).

Following the Scottish Government announcement in mid-November, teams in Scotland, BDU and Marketing and Communications responded rapidly to develop the offer, a range of short courses and modules.

These reflect existing Scottish skills gaps including leadership and business, digital and IT, health and social care and the green economy.

Marie Hendry, Deputy Director, External Engagement and Partnerships, at the OU in Scotland, said: “The Open University is uniquely placed to help industry address national and regional skills gaps and support employers to develop in an ever-changing world of work.

“We know that Scotland’s SMEs have been particularly affected by the impacts of the COVID-19 pandemic and these businesses and their people will play a crucial role in Scotland’s recovery. Our tailored training plans will help SME companies to upskill and retrain their existing workforce to maximise the opportunities to restart and recover.”

The OU already provides workforce development solutions to over 260 organisations from the Shetland Isles to Dumfries and Galloway benefitting over 900 employees. It is the first university to provide training for small to medium-sized businesses under the Flexible Workforce Development Fund.

Encouraging companies across the private, public and third sectors to discuss tailored training for their organisation, Suzanne McQuade, Business Relationships Manager, said: “We offer a highly flexible approach working with companies to understand their business challenges and shaping training and development to suit them. Staff can access our innovative online training in the workplace or from home at a time to suit while accommodating ongoing business operations.”

Find out more about OU support for SMEs on the Flexible Workforce Development Fund webpage.

For more information contact Suzanne.McQuade@open.ac.uk